A checklist for anenergetic volunteer force
Members   asCitizens
Plug in  Increase Value  Increase retention  Increase acquisition
1 – Commit! In your strategic plan / mission / objectives
PUBLIC LIBRARY ASSOCIATIONGOAL: ORGANIZATIONAL EXCELLENCEOBJECTIVE (3):IMPROVE OPPORTUNITIES FOR MEMBERENGAGEMENT.
2 - Map out your volunteer opportunities. Two key elements arepathway & matrix
Pathway    5 - Strategic Volunteers Leader        4 - Experienced Volunteer Leader            3 - New Volunteer Leader    ...
Matrix   Position     Type of        Skill/             Individual/       Location          Time           Key Tasks      ...
3 - Create a plan. Famous quote by LewisCarroll: If you don’t know where you aregoing, any road will get you there.
AADE’S VOLUNTEER PROGRAM VISION :AADE HIGHLY VALUES ITS VOLUNTEERS WHO, BY THEIR        COMMITMENT TO THE PROFESSION,   GU...
4 – Job descriptions – every piece has its role, its rules, its movements
WHOWHATWHEREWHENWHY
5 - “Hire” a Volunteer Talent Scout
THE NEW NOMINATING    COMMITTEE
6 – Adhocracy – or call is micro-volunteering or episodic … by anyname its about offering a variety of position types.
Why this is important to consider … Decision to Volunteer (ASAE)study
7 – reward & recognition; focus on respect, appreciation, recognition, thanks
Recognize effortReward results
8 – Metrics – outcomes for all yourprograms. Do you know howvolunteering is supporting, effectingyour efforts? Are you eva...
Switch fromgiving direction to defining the goal
9 – Someone in charge – but everyone on board.
ASID created linksbetween departments and volunteer roles
10 - it’s a differentvolunteer out there soremember than andplay to it
Volunteers are Pro-Social
Its about the cause,the people … and me
Members   asCitizens
Questions …Let’s connect …   Phone: 301.725.2508   Web: www.marinermanagement.com   Twitter: @peggyhoffman   LinkedIn: Peg...
Checklist for an Energetic Volunteer Workforce
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Checklist for an Energetic Volunteer Workforce

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A look at 10 tips for creating a vibrant association volunteer program

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  • Decision To Join – increased involvement leads to retention and more satisfied members which leads to greater acquisition through WOM
  • 1 – Commit! In your strategic plan / mission / objectives
  • Member engagement – volunteerism – needs to be in your strategic goals
  • 2 - Map out your volunteer opportunities. Two key elements are pathway & matrix
  • Show members the volunteer pathway. Include the skills, knowledge and experience they need at each level.
  • Put all the opportunities into a matrix – helps visualize the larger program, helps you see the “holes”, helps members see the requirements. Members become more proactive in seeking education and training.
  • 3 - Create a plan. Famous quote by Lewis Carroll: If you don’t know where you are going, any road will get you there.
  • American Association of Diabetes Educators
  • 4 – Job descriptions – every piece has its role, its rules, its movements
  • WHY is the most important! Best way to get a volunteer to complete the job they raised their hand for is to have them plugged into the WHY
  • 5 -Volunteer Talent Scout
  • Throw away the committee that looks only at the national slate …
  • 6 – Adhocracy – or call is micro-volunteering or episodic … by any name its about offering a variety of position types.Tom Endres, Director, National Association of Area Agencies on Aging: Setting up programming differently - focusing on needs and issues. E.g., define an issue or need and don’t recruit for position descriptions but for volunteers to help meet an unmet need.
  • Why this is important to consider … Decision to Volunteer (ASAE) studyNeed further persuasion: DTV finding that of 1 the top 4 reasons to begin volunteering was short-term assignments. It also appears on the top reasons for not volunteering as “lack of short-term positions”Top reasons to begin volunteering: Meaningful opportunities, right skills, accessible location, short-term assignments
  • ONS gets the concept - http://www.ons.org/Membership, scroll to Get Involved
  • 7 – reward & recognition; focus on respect, appreciation, recognition, thanks
  • Recognize effort – reward results
  • 8 – Metrics – outcomes for all your programs. Do you know how volunteering is supporting, effecting your efforts? Are you evaluating volunteers? Are you measuring engagement?this is also my generational message …
  • Talk about the goals, the outcomes, the requirements and let your volunteers have a say in crafting the howwhen you set metrics for individual programs or the full program measure the outcomes not the how
  • 9 – Someone in charge – but everyone on board; in fact Kathleen Larmett, ED, National Council of University Research Administrators credited increase when they hired Volunteer Coordinator
  • American Society of Interior Designers connected departments to volunteer teams e.g. marketing chair for chapter to the marketing dept.
  • 10 - it’s a different volunteer out there so remember than and play to it
  • Decision To Volunteer – working for the greater good trumped WIIFM personally reasons Top 5 reasons: 4 are outward focused!1- do something for profession/cause important to me2-Its important to help others3-Gain new perspectives4-Explore my own strengths5-Volunteering important to people I respectReflect the top reasons to begin volunteering: Meaningful opportunitiesOther reasons: right skills, accessible location, short-term assignments
  • Three drivers for volunteering: Community; Professional development; Service to others
  • Checklist for an Energetic Volunteer Workforce

    1. 1. A checklist for anenergetic volunteer force
    2. 2. Members asCitizens
    3. 3. Plug in  Increase Value  Increase retention  Increase acquisition
    4. 4. 1 – Commit! In your strategic plan / mission / objectives
    5. 5. PUBLIC LIBRARY ASSOCIATIONGOAL: ORGANIZATIONAL EXCELLENCEOBJECTIVE (3):IMPROVE OPPORTUNITIES FOR MEMBERENGAGEMENT.
    6. 6. 2 - Map out your volunteer opportunities. Two key elements arepathway & matrix
    7. 7. Pathway 5 - Strategic Volunteers Leader 4 - Experienced Volunteer Leader 3 - New Volunteer Leader 2 - Learning Volunteer 1- Prospective Volunteers
    8. 8. Matrix Position Type of Skill/ Individual/ Location Time Key Tasks Commitment Knowledge Group Commitment LevelPosition e.g., e.g. Vol level 1, e.g., Virtual, Est. number of List Governance, 2, 3, 4, 5 Teleconference, hours req’d or Standing, Face-to-face term, temporary, AdHoc occasional, interimWriter AdHoc Vol Level 1 Individual Virtual 1-3 hours Write e- letter article of 300 wordsCommittee Governance Vol Level 4 Group Combo 1-yr term (list keyChair tasks)
    9. 9. 3 - Create a plan. Famous quote by LewisCarroll: If you don’t know where you aregoing, any road will get you there.
    10. 10. AADE’S VOLUNTEER PROGRAM VISION :AADE HIGHLY VALUES ITS VOLUNTEERS WHO, BY THEIR COMMITMENT TO THE PROFESSION, GUIDE AND ASSIST IN THE DEVELOPMENT AND FURTHERANCE OF OUR MISSION.
    11. 11. 4 – Job descriptions – every piece has its role, its rules, its movements
    12. 12. WHOWHATWHEREWHENWHY
    13. 13. 5 - “Hire” a Volunteer Talent Scout
    14. 14. THE NEW NOMINATING COMMITTEE
    15. 15. 6 – Adhocracy – or call is micro-volunteering or episodic … by anyname its about offering a variety of position types.
    16. 16. Why this is important to consider … Decision to Volunteer (ASAE)study
    17. 17. 7 – reward & recognition; focus on respect, appreciation, recognition, thanks
    18. 18. Recognize effortReward results
    19. 19. 8 – Metrics – outcomes for all yourprograms. Do you know howvolunteering is supporting, effectingyour efforts? Are you evaluatingvolunteers? Are you measuringengagement?
    20. 20. Switch fromgiving direction to defining the goal
    21. 21. 9 – Someone in charge – but everyone on board.
    22. 22. ASID created linksbetween departments and volunteer roles
    23. 23. 10 - it’s a differentvolunteer out there soremember than andplay to it
    24. 24. Volunteers are Pro-Social
    25. 25. Its about the cause,the people … and me
    26. 26. Members asCitizens
    27. 27. Questions …Let’s connect … Phone: 301.725.2508 Web: www.marinermanagement.com Twitter: @peggyhoffman LinkedIn: Peggy Hoffman

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